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HDA OVERVIEW
HDA Case Studies

Team Facilitation/Talent Engagement – Financial Services

 

Business Context/Objectives

The client was a leading asset management company that has been through significant change over the last year.  The key issues for the HR team were around attracting, engaging and retaining staff in the current climate; supporting managers and equipping them with the skills to engage their team members; while also promoting HR career development.

The organisation was keen to equip the HR team with the skills required to hold challenging conversations effectively, thereby providing beneficial guidance for their target audience at the transactional level, whilst at the same time contributing to the ongoing development of the HR team itself.  HDA was invited to provide an effective development intervention, an outline of which is detailed below.

HDA Approach

After discussions with HR to further define their key objectives, HDA decided that the best approach would be to run 2 half-day developmental sessions, to ensure minimum disruption to the business; while also encouraging maximum take-up.

The sessions focused on the following areas:

• Challenging Conversations and how to tackle them - the key objectives being to assist the HR team in developing a better understanding of the dynamics involved in challenging workplace communications and establishing a best practice model for use in business.

• Creating awareness and understanding of the best possible approaches to navigating through these tough times - given the changing workforce; refined organisational structures and changing leadership priorities. The key issues for both the individual participants and the HR team as whole were identified through pre-course online assessments and tips/tools for moving forwards to create successful outcomes were provided; alongside successful tactics and case studies from leading organizations.

Business Outcomes

The session provided the team with the tools and techniques required to facilitate discussion; promote career development; and engage and motivate staff.  As a result of the session the HR team developed a practical preparation strategy to become proficient in delivering difficult messages.  In addition, given the changing workforce, refined organisation structures and changing leadership priorities it was important for the HR team to understand the best possible approaches to navigating through the current climate.  As a result of the session the HR team were better placed to develop internal strategies for motivating and engaging staff; thereby ensuring they retain key talent when the markets pick up.

Those attending the session plan to take a number of actions as a result of the workshop, including the following:

• Incorporate learnings into leaver interviews to obtain a greater insight into employee perceptions in order to enhance engagement levels of those remaining with the organisation (HR Generalist)
• I have a better focus on the key issues for both my business unit and other key areas within the organisation – this will inform my thinking and enable me to make better decisions for not only my team but the business as a whole (Director of HR)
• I found the session very interesting and plan to review further the Karpman Drama Triangle (Senior HR Manager).

 

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